The median age of workers in the United States will reach 36 by
the year 2000. The number of workers between the ages of 35 and 47
will increase by 38 percent, while those aged 48 to 53 will grow by
a staggering 67 percent. This middle aging of the work force brings
with it unique employee issues and personal mid-life stresses that
affect work performance. Shirley A. Waskel suggests that as the
number of workers aged 35 to 55 increases, human resource managers
will have to deal increasingly with problems that once applied only
to a minority. Her book addresses the need to retain mid-life
workers, see them as assets, and provide avenues for them to
enhance their own sense of self.
Mid-life as a developmental stage has come into its own in the
past fifteen years. Waskel presents the mid-life individual as an
adult who has brought along the behaviors, coping mechanisms, sense
of self, and problems developed from infancy to the present day.
Her study explains the problems that mid-life employees can bring
to the workplace, the need to recognize how the worker produces,
and the recognition that mid-life is a time when people begin to
deal more intensely with issues left over from childhood. These
childhood issues, added to workplace problems such as age, sex and
race discrimination, sexual harassment, ineffective job placement,
and lack of appreciation for the skills and expertise of the
mid-life employee can all work against achieving a highly
productive work force. Waskel discusses why no organization with
these types of problems can expect to thrive and suggests programs
(such as the Employee Assistance Program) and counseling groups as
ways for human resource specialists to meet the challenge of
mid-life employee difficulties. Mid-life Issues and the Workplace
of the 90s is an indispensable guide for students and teachers of
business, psychology, counseling, and sociology, as well as
mid-life workers and human resource specialists.
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